[雙語翻譯]員工激勵(lì)外文翻譯--員工激勵(lì)的多因素統(tǒng)計(jì)分析

1、3000 英文單詞， 英文單詞，17000 英文字符，中文 英文字符，中文 4880 字文獻(xiàn)出處： 文獻(xiàn)出處：Záme?ník R. The Measurement of Employee Motivation by Using Multi-factor Statistical Analysis [J]. Procedia - Social and Behavioral Sciences, 2014, 109(2):

2、851-857.The measurement of employee motivation by using multi-factor statistical analysisRoman Záme?níkAbstractThe proposal and implementation of an effective motivation program is one of the key management tas

3、ks of a company. Improperly designed and applied motivation programs can have a negative impact on employees, who are not motivated to achieve maximum performance. The paper will also deal with the problems of employee m

4、otivation and the motivation programs in a selected industrial company. The motivation structure analysis will be based on the general knowledge of the theory of motivation, together with the analysis of the employees’ m

5、otivation profiles. The fundamental tool used in this process is a cluster analysis and its usage in the creation of motivation programs. The analysis of motivation factors and their order will be made according to the l

6、evel of importance they have for the employees, which will be assessed by the Questionnaire Method. The Cluster Analysis will be used due to the possibility of creating various types of motivation programs. The result wi

7、ll be a proposal for the creation of methodological unified motivation programs by using multi-factor statistical analysis (cluster analysis). On the basis of the results obtained from our analysis, we will be able to de

8、termine if it is possible to develop a unified motivation program for employees within a selected industrial company.Keywords: employee motivation, motivation programs, analysis of motivation factors, cluster analysis;1.

9、 IntroductionAll activities of a firm are realized through the performance of its employees. The realization of every kind of strategy requires the involvement of employees of a particular structure (a number of employee

10、s, their professional and qualified structure) and particular quality (abilities, knowledge, skills), their willingness to the particular kind of performance, which is actually based on the motivation level as well as on

11、 the approach of employees to their firm. The determination of these needs, the solution of sources for their satisfaction (the motivation of employees and formation of their “quality”) is the basic principle of the pers

12、onal strategy in a firm, wherein the motivation programme of a firm should form an inseparable part (Hitka, 2009).As Devadass (2011) states scholars and practitioners care about cultivating, increasing, and maintaining w

13、ork (employee) motivation. Motivation research has a long history of considering employee motives and needs (Alderfer, 1969; Maslow, 1954; McClelland, 1961). Interest in these areas peaked in the 1970s and early 1980s,

14、 and the last fifteen years has seen little empirical or theoretical research. According to Moorhead & Griffin (1998) is employee performance frequently described as a joint function of ability and motivation, and on

15、e of the primary tasks facing a manager is motivating employees to perform to the best of their ability. Pinder (1998) cited in Devadass (2011), describes work motivation as the set of internal and external forces that i

16、nitiate work related behaviour, and determine its form, direction, intensity, and duration. Work motivation is a middle range concept that deals only with events and phenomena related to people - Applied systems of evalu

17、ation and rewarding,- Application of personal management system and own personal work in a company,- Application of social welfare system and employees advantages in a company,-Collecting and analysis of so called soft d

18、ata (information about satisfaction or dissatisfaction of a worker, about their value orientation, aspirations, relation to work, relation to superiors, to fellows and to whole company).After analysis of presented social

19、-economic information it can be created outstanding motivation program for employees. These issues are the subject of the works by authors, for instance, Hitka & Rajnoha (2003) and Záme?ník (2007).These aut

20、hors have elaborated and applied a methodology for the analysis of employee satisfaction and for motivational factors for the employees of industrial manufacturing enterprises through the assistance of multi- criteria st

21、atistical analysis methods–i.e. cluster analyses. A partial task of this methodology is the creation of a universal, easily modifiable questionnaire that is usable for all employee categories and which determines the val

22、uation spread used to evaluate responses to the questionnaire. On the basis of practical verification with the assistance of cluster analysis, groups are formed of similarly motivationally oriented employees. Analysis of

23、 these groups is further determined by the priority allocated a motivational factor for an individual group. The motivational factor can subsequently be used in the creation of a motivational programme for a group of sim

24、ilarly motivated employees.Cluster analyses are one of the possibilities available to exploit the information contained in multi-dimensional comparisons using the differentiation of sets into several relatively unified s

25、ets of clusters. The application of the cluster analysis method leads to favourable results – especially there where the set under investigation in reality falls into classes, and where objects have a tendency to gather

26、together into natural clusters. Through use of appropriate algorithms, the structure of the set under investigation can be peeled away to reveal its consistent components and thus to classify the individual objects. This

27、 can be achieved through the radical reduction of the dimensions of roles– and this in such a way that a number of variables will be represented by one variable expressing its association or belonging to such a defined c

28、lass or type. The aim being to achieve in essence such a state where, the objects to be found within a cluster will as similar to one another as possible and the objects in various clusters will bear as little similarity

29、 to one another as is possible. In view of the fact that employee motivational systems are based on differing criteria according to variable characteristics, it is appropriate to use cluster analysis – further only CLUA,

30、 for the final evaluation of motivational factors, where through the use of a suitable algorithm, we can work our way to an evaluation of the realistic order of motivational criteria. Application of the CLUA system is pe

31、rformed in three stages: differentiation – the selection of groups, their interpretation – naming of these groups and their “profiling” – and the description of the characteristics of each of these groups. Cluster analys

32、es can therefore be used for research investigations into the possibility of creating certain types of motivational programmes, that is to say, the possibility of establishing a unified motivational programme for a group

33、 of workers with similar motivational profiles. The aim of analysis, is to discover on the basis of the measurement of the similarity of respondents` answers to questionnaires, whether or not it is possible to identify a

34、 group of employees with a similar make up of motivators among the employees – for whom it would be possible to elaborate (tailor-made) unified motivational programmes with the intention of simplifying and rendering more